6 Brilliant Recruitment Marketing Campaigns

Candidates wish to feel connected to your brand name and employment sense that employers comprehend them as individuals. So how can employers stand out from the crowd? Employers need to be proactive in their approach to drawing in candidates, and recruitment marketing is the solution

Recruitment marketing is a fairly new method to draw in candidates, both passive and active, to your company. It involves embracing the exact same principals and techniques used by marketing to draw in prospects and increase brand employment name awareness. Some examples of marketing practises now being made use of by HR teams include: list building, SEO, guerrilla marketing, social advertising, customised prospect journey and material creation.

According to SHRM, business that integrate recruitment marketing into their hiring method can create three times more candidate leads than those who don’t – leading a 100% greater close rate on applicants. Additionally, current research by Allegis discovered that running a recruitment marketing project can save companies as much as 40% on total talent expenses. On top of these cost savings, recruitment marketing enhances employer brand name and brings in an approximated 50% more certified candidates.

It’s exceptional to see how a deep understanding of your prospects can cause campaigns that inspire them to act. We have actually created a list of six of our preferred imaginative recruitment projects that you can take motivation from for your next recruitment marketing project. These projects pushed the boundaries of conventional task ads, and for many, the application processes went viral.

Examples of recruitment marketing projects

Ogilvy: employment The World’s Greatest Salesperson

To engage and work with the most knowledgeable salespeople in business, Ogilvy, among the worlds most popular ad agency, ran a creative recruitment project to discover ‘The World’s Greatest Salesperson’.

Ogilvy leveraged targeted social media advertising in combination with their YouTube channel. Here they invited the possible prospects to film themselves selling a brick. The prize? A 3 month paid internship with Ogilvy and the chance to pitch at the Cannes Lions International Advertising Festival.

An excellent benefit to companies is the ease at which recruitment marketing contests can be shared online and reach hundreds to countless people.Contests are a basic approach of recruitment marketing campaigns.

They are a fantastic method to attract enthusiastic applicants in addition to functioning as a preliminary screening test. Companies might ask prospects to solve puzzles, write lines of code or make a video.

GOOGLE: The Puzzling Billboard

Continuing the competitive method to recruitment marketing is Google’s 2004 perplexing signboard. This marketing campaign was a great success for Google and earned full marks online within mathematical and engineering online forums – even before Google was called the brains behind the operation.

The billboard, put in Silicon Valley, provided an intricate mathematical formula to passers-by and challenged those who thought they were clever sufficient to resolve it. Once solved, the equation revealed a website URL (www.7427466391.com) that the solver must visit.

Those clever enough to fix the signboard puzzle were provided one last puzzle as soon as on the site.

Successful prospects got the message:
“Nice work. Well done. Mazel tov. You have actually made it to Google Labs, and we’re thankful you’re here. One thing we discovered while constructing Google is that it’s simpler to find what you’re looking for if it comes trying to find you. What we’re trying to find are the best engineers on the planet. And here you are.”

The billboard was an appealing method to draw in some of the smartest minds to Google. Google grouped this prospect swimming pool into enthusiastic ‘issue solvers’ – an extremely esteemed skill at google.

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IKEA: employment Assemble Your Future

Upon opening a brand-new store in Australia, IKEA had the task of employing 100 workers. To fill this high variety of positions, they needed to believe huge. IKEA’s outside package thinking led to a wonderful “inside the box” solution.

IKEA decided to target those who they understood currently enjoyed IKEA by putting ‘profession instructions’ inside package of IKEA products for consumers to discover upon opening their item. The guidelines mirrored their well-known assembly directions, advising clients on how to “assemble your future”.

The campaign was a big success, and clients adored it. Countless clients applied, and IKEA worked with 280

workers who admired the name. The reason for the success of the project was not just down to its creativity however likewise because it talked to IKEA’s existing brand ambassadors, their clients. Many recruitment messages can get lost in the sound online and in-store. The shipment of this recruitment campaign successfully linked with candidates in a personalised method, in their own homes just as they’re focused on assembling their new furniture.

Volkswagen: A Covert Message

When Volkswagen needed to employ skilled mechanics, they carefully thought about where this target audience hung out so that they could communicate their recruitment message successfully.

Volkswagen chose an apparent but uncommon placement, the undercarriage of cars and trucks in need of repair. Volkswagen intentionally dispersed malfunctioning automobiles with the message concealed beneath to service centres throughout Germany in anticipation of drawing in knowledgeable workers.

Volkswagens project was a great success, and they worked with various experienced mechanics while verifying themselves as an ingenious and enjoyable brand.

McKinsey & Company: The Eraser Pencil

McKinsey and Company were seeking to bring in ambitious trainees to their business. They reached students by going to the one location guaranteed to have students around, schools at a number of Swiss universities.

McKinsey provided pencils with comically extended erasers. Printed on the side of the pencil was a message that read “We’re trying to find trainees who aren’t satisfied with just any solution. www.McKinsey.ch.”

The campaign’s aim was to pre-filter candidates by drawing in those that aren’t pleased with just any service and are curious innovators. The pencil twisted the guidelines of marketing, and it’s easy message resonated with lots of, causing premium graduate hires at McKinsey.

Similar to this pencil, recruitment marketing campaigns don’t need to be expensive, employment and companies can say a lot in just an easy declaration.

Marriott: A Personalised Careers Page

Marriott is an exceptional example of business doing recruitment marketing the proper way. Their careers page has 1.2 million likes, and they publish content twice a day – sometimes more. They share content that possible staff members can connect to and feel motivated by, employment such as individual workers accomplishments, days in the life of an employee and basic daily updates from throughout the Marriott network.

Marriott wishes to convey a sense of personalisation with their professions page so that prospective workers can develop an authentic connection with the brand. They achieve this by enabling called workers to answer any questions on the careers page from the company profile. Marriot likewise offers a chat service to those aiming to discover more about life at the business and recommendations on how they can effectively make an application for a position.

Marriotts technique reveals you do not need remarkable out of the box believing to get in touch with prospects. There are a myriad of methods your service can approach your recruitment campaign. Marriott’s strategy is easy, and any business can imitate this technique and attain the exact same success. Have a designated location where you share insights on life at your company and most significantly, listen to potential prospects and respond to their questions immediately and effectively.

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Step 1: A fantastic recruitment marketing Campaign. Step 2? Occupop!

We can help you screen candidates, sort CVs and even schedule interviews, all-in-one centralised recruitment platform. This will make sure that your candidates have the very best experience possible and you have time to focus on what matters, your people. Find out more about us here.